Tips for employers to recruit more widely

Employers involved with Access Accountancy are committed to improving their outreach, recruitment and culture so it is fair and equitable for all.

Here we offer a selection of top tips for employers when thinking about their recruitment processes and how you can ensure roles are opened to the widest talent pool.

• Contextual recruitment: 

It is useful to consider the context in which students achieved their grades and experience, to help assess them in a fairer way. For example, students from lower socio-economic backgrounds will often face more challenges in achieving the highest grades and gaining comparable work experience. Tools to help with this include Rare Recruitment, and Upreach’s REALrating. 

• Challenge and consider biases: 

Everyone has their own biases, including an unconscious bias. Ensure you are clear on the skills and strengths you are looking for in a role, that staff and interviewers are trained on biases, and that a diverse interview panel is in place. Consider implementing blind recruitment techniques to reduce unconscious bias.

• Take possible barriers to applications into account:  

Consider whether candidates might face any barriers in applying for roles. Ask questions such as: are there financial barriers to applying or attending an interview? For example, will you pay for travel and expenses? 

Are there technological barriers such as candidates not being able to complete online assessments as they might not own a computer? Can you support potential candidates by inviting them into your office so they can complete these? 

• Advertise roles widely: 

Candidates cannot apply for roles they are unaware of, so advertising them widely can help with reaching a wider and more diverse audience. Advertising with specific partners, job boards and charities that help you reach candidates with underrepresented backgrounds can work well too. 

• Only include requirements needed for the role: 

Can you be clearer about the expectations and requirements and consider whether specific experience is needed for the role.

Work experience may be more challenging for students from underrepresented backgrounds, so think whether it is needed for entry-level roles. Questions to ask include: are specific grades (e.g. 2:1) necessary, are you open to all universities for graduate roles, and are degrees always needed?

• Showcase your Employer Brand: 

Clearly articulate your company culture, values, and what makes you as an employer, a unique and desirable place to work, especially when you are thinking about those who are just starting their careers. 

• Use assessments strategically:

Look beyond the CV. Provide skills-based assessments or job simulations to evaluate candidates’ abilities in real-world scenarios. Candidates get a better understanding of what the role will entail and, as the employer, you will have a stronger representation of candidates’ skills.

• Provide a structured onboarding experience:  

Consider offering a comprehensive onboarding programmes that introduce new hires to the company culture, their team, and their role expectations. The first few days can be nerve-racking, so ensure you allow all new joiners a smooth and positive onboarding experience.